RISE University

1. KEY COMPONENTS OF
HUMAN RESOURCE MANAGEMENT
SUBMITTED BY
ALAN PETE (ID: 341875)
BACHELOR’S IN HRM
RISE UNIVERSITY

2. Human Resources Management

3. Recruitment

4. Recruitment
 The process by which a job vacancy
is identified and potential employees are
notified.
 The nature of the recruitment process
is regulated and subject
to employment law.
 Main forms of recruitment through advertising in
newspapers, magazines, trade papers and
internal vacancy lists.

5. Recruitment
 Job description – outline of the role
of the job holder
 Person specification – outline
of the skills and qualities required
of the post holder
 Applicants may demonstrate their suitability
through application form, letter or curriculum
vitae (CV)

6. Selection

7. Selection
 The process of assessing candidates and
appointing a post holder
 Applicants short listed –
most suitable candidates selected
 Selection process –
varies according to organisation:

8. Selection
 Interview – most common method
 Psychometric testing – assessing the personality of the
applicants – will they fit in?
 Aptitude testing – assessing the skills
of applicants
 In-tray exercise – activity based around what the
applicant will be doing, e.g. writing a letter to a
disgruntled customer
 Presentation – looking for different skills
as well as the ideas of the candidate

9. Employment Legislation

10. Employment Legislation
 Increasingly
important aspect of
the HRM role
 Wide range
of areas for attention
 Adds to the cost of
the businessEven in a small business, the legislation
relating to employees is important –
chemicals used in a hairdressing salon for
example have to be carefully stored and
handled to protect employees.

11. Discrimination
 Crucial aspects
of employment
legislation:
 Race
 Gender
 Disability
Disability is no longer an issue for employers
to ignore, they must take reasonable steps
to accommodate and recruit disabled workers.
Copyright: Mela, http://www.sxc.hu

12. Discipline

13. Discipline
 Firms cannot just ‘sack’ workers
 Wide range of procedures and steps
in dealing with workplace conflict
 Informal meetings
 Formal meetings
 Verbal warnings
 Written warnings
 Grievance procedures
 Working with external agencies

14. Development

15. Development
 Developing the employee
can be regarded as investing
in a valuable asset
 A source of motivation
 A source of helping the employee fulfil potential

16. Training

17. Training
 Similar to development:
 Provides new skills for the employee
 Keeps the employee up to date
with changes in the field
 Aims to improve efficiency
 Can be external or ‘in-house’

18. Rewards Systems

19. Rewards Systems
 The system of pay and benefits used by the
firm to reward workers
 Money not the only method
 Fringe benefits
 Flexibility at work
 Holidays, etc.

20. Trade Unions

21. Trade Unions
 Importance of building relationships with
employee representatives
 Role of Trade Unions has changed
 Importance of consultation
and negotiation and working
with trade unions
 Contributes to smooth change management and
leadership

22. Productivity

23. Productivity
 Measuring performance:
 How to value the workers contribution
 Difficulty in measuring some types of output –
especially in the service industry
 Appraisal
 Meant to be non-judgmental
 Involves the worker and a nominated appraiser
 Agreeing strengths, weaknesses and ways forward
to help both employee and organisation

24. Thank you !